TO: Board of Supervisors
FROM: Christine Briceño, Director of Human Resources
REPORT BY: Joy Cadiz, Senior Human Resources Analyst
SUBJECT: Adoption of a Resolution Amending the Table and Index of Classes
RECOMMENDATION
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Director of Human Resources requests adoption of a Resolution approving equity adjustments for certain classifications in the SEIU Napa Association of Public Employees Public Service Employee Unit and SEIU Napa Association of Public Employees Supervisor Unit effective July 23, 2022.
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EXECUTIVE SUMMARY
Human Resources conducted an equity study of benchmark classifications at the request of the SEIU Napa Association of Public Employees - Public Service Employee Unit and Supervisor Unit (Union) to determine if any were more than four percent (4%) below the median salary of comparable agencies. If approved, the recommended compensation changes will be implemented to bring salaries for multiple classifications to the market median, as outlined in Section 20.2 of the governing Memorandum of Understanding.
FISCAL & STRATEGIC PLAN IMPACT
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Is there a Fiscal Impact? |
Yes |
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Is it currently budgeted? |
No |
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Is it Mandatory or Discretionary? |
Mandatory |
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Discretionary Justification: |
If the requested changes are not approved, the County will be in violation of the terms in the Memorandum of Understanding. |
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Is the general fund affected? |
Yes |
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Future fiscal impact: |
The increased cost of salary and benefits for the remainder of Fiscal Year 2022-2023 for the proposed action is estimated at $772,689 for Union members. The increased annualized cost for this action is estimated at $837,080 and will be budgeted accordingly in future fiscal years. |
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Consequences if not approved: |
If these changes are not approved, the County will not be in compliance with the existing MOU and certain classifications will remain more than 4% below those of the County’s comparable agencies. |
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County Strategic Plan pillar addressed: |
Effective and Open Government |
ENVIRONMENTAL IMPACT
ENVIRONMENTAL DETERMINATION: The proposed action is not a project as defined by 14 California Code of Regulations 15378 (State CEQA Guidelines) and therefore CEQA is not applicable.
BACKGROUND AND DISCUSSION
Section 20.2 of the County’s Memoranda of Understandings with the SEIU Napa Association of Public Employees’ (NAPE) Public Services Employee Unit (PSE) and Public Services Employee Supervisory Unit (PSS) states the following:
“…the Union may request, or County may initiate, an equity study of a classification series (series). A Union request shall be accompanied by data supporting the reasons for the study (i.e., recruitment and retention problems, or compensation below the current market). Upon receiving such a request, County shall conduct an equity study. If the equity study shows that the benchmark classification is more than 4% below the median salary of the comparable agencies, all classifications in that series shall receive an equity adjustment equal to an amount that brings the benchmark classification up to the median salary of comparable agencies. When an equity study shows the benchmark classification to be more than 4% below the median salary of comparable agencies, the Director of Human Resources shall recommend compensation changes to the Board of Supervisors.”
The County has engaged in numerous Meet and Confer Meetings with NAPE to discuss classifications within the PSE and PSS Bargaining Units that fall more than 4% below the market median. The requested action brings the agreed upon classifications to market median with Board of Supervisors approval. There may be subsequent classifications studied in the future, and if determined to be more than 4% below market median, staff will return to the Board for further action.
Therefore, the Director of Human Resources requests adoption of a Resolution amending the Table and Index of Classes, as outlined in Exhibit “A,” effective July 23, 2022, with no net increase in full-time equivalents, and an impact to the General Fund.